performance management Flashcards
what is performance management
a continuous process of identifying,measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organisation
what are the purposes of PM
explains
- strategic purpose
effective performance management helps the organisation achieve its business objectives. can achieve this purpose only when measurements are truly linked to the organisation’s goals and are communicated to employees.
2.administrative purpose
ways in which the organisations use the system to provide information for day-to-day decisions about salary,benefits and recognition programs.
3.developmental purpose
it serves as a basis for developing employee’s knowledge and skills
what is performance appraisal*
process of evaluating and communicating to an employee how he/she is performing the job and establish a plan for improvement
what does appraisal consists of*
negative information(area for improvement) and positive feedback(motivation and encouragement) so the meeting for discussion is meaningful and effective for future development
what are performance appraisal methods*
- comparative
- quality
- attribute
- results
- behaviour
what are the specific uses/purposes of evaluation
- hr planning
- development
- validation
- fairness
- communications
- motivations
types of comparisons when measuring performance
explain*
1.forced distribution
assigns a certain percentage of employees to each category in a set of categories
2.simple ranking
requires managers to rank employees in their group from the highest performer to the poorest performer
3.paired comparison
compares each employee with each other employee to establish rankings
example of measuring performance using attributes
graphic rating scale
examples of measuring performance using behaviours
critical-incident methods
behaviourally anchored rating scale(BARS)
examples of measuring performance using results*
explain
management by objectives(MBO)
people at each level of the organisation set goals in the flow from top to bottom,so that all levels are contributing to the organisation’s overall goals. these goals become the standards for evaluating each employee’s performance.
examples of measuring performance using quality
total quality management(TQM)
how can performance appraisal be useful for employees under development
- employee must have a clear understanding of the differences between current performance and expected performance
- performance appraisal must clearly identify causes of the performance discrepancy and establish a plan for improvement
- tell employees specifically about their performance problems and ways to improve their performance
describe major sources of performance information
advantages and disadvantages
multi-rater assessment(360 degree feedback)
performance measurement that combines information from the employes’ peers,managers,subordinates,customers and self.
what are the 3 types of rating errors happen when measuring performance
- contrast error
- distribution error:leniency,strictness and central tendency
- bias error:halo,horn and recency
criteria of effective feedback
- specific
- relevant
- frequent
